Base/Senior/Lead Human Resources Business Partner

Edtech.com's Summary

University of the Pacific is hiring a Base/Senior/Lead Human Resources Business Partner. This role supports senior leaders, managers, and employees within designated units by providing strategic HR guidance, managing recruitment, onboarding, benefits, compensation, performance management, employee relations, and offboarding processes. The position varies by level from routine HR duties under supervision to leading complex, sensitive HR activities and coaching other HRBPs.

Highlights

Serve as a strategic advisor and member of leadership teams within designated units.

Provide guidance on recruitment, onboarding, employee benefits, compensation, performance management, employee relations, and offboarding.

Support includes coaching managers on organizational design, conflict resolution, and labor relations.

Use applicant tracking systems and lead HR projects such as workforce planning and change management.

Provide training on HR policies, DEI initiatives, and continual process improvement.

Required software knowledge includes applicant tracking systems and standard HR-related computer applications.

Compensation ranges from $70,304 to $83,000 annually, considering responsibilities and qualifications.

Qualifications include a Bachelor's degree, progressive HR experience (up to 6 years for senior roles), and certifications such as PHR or SHRM-CP for lead roles.

Experience in employee relations and labor relations is required, with supervisory experience for lead positions.

Works closely with University senior management and HR departments to support inclusive culture and compliance with employment laws.

Base/Senior/Lead Human Resources Business Partner Full Description

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Posting Details

Position Information

Job Title	Base/Senior/Lead Human Resources Business Partner
Union Level
Department	Human Resources
Campus	Sacramento
Posting Number	201304222P
Full or Part Time	Full Time
Number of Months	12
Work Schedule	Work performed during standard business hours. Additional time may be required to meet business needs or deadlines. Occasional travel to off-site meetings, training or conferences. This position is located on the Sacramento campus.
Position End Date
Open Date	01/05/2026
Close Date
Open Until Filled	Yes
Special Instructions to Applicants	For Applicants Seeking Job Opportunities within the University Internal: Internal applicants will be considered within the first five (5) business days of the posting period. External: External applicants will be considered on the sixth (6) business day of the posting period.
Sponsorship	This position is not eligible for a visa sponsorship now or in the future.

Position Summary Information

Primary Purpose	Under the direct supervision of the Director of Human Resource Partner Services, this role will be the primary point of guidance in supporting our senior leaders, managers, and employees within the designated unit/division/department for Human Resources services. The HRBP serves as a strategic and trusted advisor, supports an inclusive and dynamic culture and workforce, and pursues continuous improvement through knowledge, collaboration, and leadership. Acting as an interface between the unit and the Office of Human Resources, the HRBP provides high quality, business focused and strategic level guidance, resources and support by explaining processes related to recruitment, hiring, onboarding, benefits, compensation and classification, performance management, employee/labor relations and offboarding procedures. Human Resources Business Partner – Under close supervision, by the Director of HR Partner Services or the Lead HRBP, incumbents perform routine duties while learning University policies and procedures and specific techniques and regulations to the broad area of human resources. As experience is gained, duties gradually become more diversified and are performed under more general supervision. Senior Human Resources Business Partner – Incumbents are competent to perform a wide variety of professional level, complex and highly-sensitive duties under no supervision. Assignments are concentrated in recruitment, onboarding, leave of absence, performance management, employee relations and offboarding. Incumbents are expected to perform work in all defined areas, audit other HRBPs work and have working knowledge of labor relations. Incumbent to provide support to other HRBPs as the needs arise. Lead Human Resources Business Partner: Incumbents provide lead direction to HRBPs in specific areas and perform the most complex, high volume and sensitive activities. Incumbents possess detailed knowledge of designated unit operations, recruitment needs, development needs, and leadership organizational structures. Primary focus on designated unit(s) but responsibilities may include providing support in other areas as the needs arise. Incumbents also teach other HRBPs on topics of subject matter expertise. This role is the direct back-up to the Director of Human Resources Partner Services.
Essential Functions	Strategic Partnership Serves as a member of the leadership/management team. Implements and communicates new or enhanced HR or University wide policies and processes including providing training services, in collaboration with other HR Services. Responsible for having a physical presence within the units served to help anticipate needs, drive key priorities, and understand assigned unit culture. Assesses training needs, both mandatory and development opportunities to include DEI training opportunities. Provides consultative support to management on strategic planning and organizational design initiatives. Serves as a resource for employees regarding all HR-related inquiries, concerns, milestones, and support. Advises management on Monthly Service Report analytics. Talent Acquisition & Organizational Planning: Provides consultation and guidance to hiring managers and search committees with the recruiting process, including screening applicants, development of recruitment strategy, and the development of phone screen and/or interview questions. Provides guidance on staffing projections, creating/analyzing job descriptions, effective posting and advertising strategies, including broadening diversity. Provides administrative support throughout the recruitment and hiring process and move recruitments through the applicant tracking system until finalization. Provides tools to the supervisor and department to ensure a smooth and engaging onboarding experience for all employees. Benefits: Provides general guidance on employee benefits eligibility, answers general questions, and collaborates with HR Operations to ensure operational continuity and consistent application of the process. Provides general guidance on retirement eligibility, answers general questions, and collaborates with HR Operations to ensure operational continuity and consistent application of the process. Compensation: Serves as a strategic partner facilitating the University’s compensation programs and salary practices. Advises and provides support in compensation matters including creative solutions to compensation challenges and stipends. Advises management on job description reviews, reclassifications, and promotions to ensure compliance with EEOC guidelines and University Policy. Applies knowledge of local, state, federal laws and employment trends that may affect compensation programs, practices, and policies. Provides needed documentation to ensure validity of compensation decisions. Leave of Absence and Reasonable Accommodations: Provides HR policy guidance on workers’ compensation, Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and other leaves of absence as well as reasonable accommodations in alignment with federal and state laws. Performance Management, Employee Relations, and Investigations: Acts as a consultant and coach to managers on employee relations, performance management, talent development, and other HR-related matters. Serves as a resource for employees regarding HR-related inquiries, conflict resolution, and other workplace issues. Handles employee relations issues, including conflicts, grievances, and disciplinary actions, in accordance with University of the Pacific policies and applicable laws. Conducts HR investigations as needed according to University of the Pacific policy and applicable laws. Recommends solutions to create a positive and respectful work environment for all. Off-boarding: Initiates off-boarding with all employees, including voluntary and involuntary exiting procedures. Conducts exit interviews for employee’s leaving Pacific and follow up with unit leadership to address concerns or opportunities for improvement. Other Strategic Support: Processes independent contractor forms. Collaborates with the HR team to design and implement HR programs and initiatives that support business goals and enhance employee engagement and retention. Leads or supports HR projects, such as workforce planning, organizational design, and change management. Stays informed about industry trends and best practices in HR, and proactively recommend innovative strategies and/or opportunities. Perform other duties as assigned. University of the Pacific recognizes that diversity, equity, and inclusion is foundational to the success of our valued students and employees. We prioritize policy and decision-making that demonstrates awareness of, and responsiveness to, the ways socio-cultural forces related to race, gender, ability, sexuality, socio-economic status, etc. impede or propel students, faculty, and staff.
Minimum Qualifications	Human Resources Business Partner Bachelor’s Degree (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework). One (1) years of work experience in Human Resources Senior Human Resources Business Partner Bachelor’s Degree (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework). Two (2) years of work experience with employee relations Two (2) years of progressive work experience in human resources Lead Human Resources Business Partner: Bachelor’s Degree (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework). Two (2) years of work experience with labor relations. Six (6) years of progressive work experience in human resources. Two (2) years of supervisory experience. Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) certification.
Preferred Qualifications	Bachelor’s Degree in Human Resources or Business Administration. Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) certification. Knowledge of Human Resources administration and employment-life cycle laws and regulations. Ability to develop strong relationships with stakeholders by displaying integrity in service. Service focused attitude, high level of professionalism, discretion and judgement. Ability to problem solve with clear verbal and written communication skills. Ability to advise and explain processes, procedures and concepts in a simplified manner. Confident demeanor to advocate for changes, actions and development. Demonstrated experience in computer and software applications. Ability to work independently and within a team. Demonstrated effective organizational skills. Human Resources experience in a higher education setting. Experience and sensitivity in working with people of diverse backgrounds and cultures. Demonstrated experience in advancing social justice, equity, and inclusion in a university setting. Ability to engage and integrate culturally responsive practices and knowledge in their work.
Physical Requirements	The physical demands described here are representative but not definitive of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Requires extended periods of sitting and repetitive hand/wrist motion while using computer keyboard and phone. Occasional standing, walking climbing stairs, bending, stooping and reaching. Occasional lifting up to 25 pounds. Work Environment/Work Week/Travel: Work is primarily performed in a standard office environment. Work performed during standard business hours. Additional time may be required to meet business needs or deadlines. Occasional travel to off-site meetings, training or conferences. Valid driver’s license required. Incumbent must also be able to meet the University’s fleet rules and be eligible to drive for University business. The University and its insurance carrier reserves the right to exclude applicants based on their driving record.
Hiring Range	$70,304 - $83,000 per year. We consider factors such as, but not limited to, scope and responsibilities of the position, candidate’s qualifications, internal equity, as well as market and organizational considerations when extending an offer.
Background Check Statement	All applicants who receive a conditional offer of employment are required to execute a release and authorization for a background screening. AB 810 Misconduct Disclosure Requirement: University of the Pacific complies with California Assembly Bill 810, requiring candidates accepting conditional job offers to disclose any final administrative or judicial findings, ongoing proceedings, allegations, resignations under investigation, or appeals related to sexual harassment or misconduct within the past seven years.
Anti-Discrimination/EEO Policy Statement	University of the Pacific is an equal opportunity employer dedicated to workforce diversity across backgrounds, experiences, and viewpoints. Pacific does not unlawfully discriminate in its hiring of faculty and staff, or in the provision of its employment benefits to its faculty and staff on the basis of race, color, religion, national origin, ancestry, age, genetic information, sex/gender, marital status, military and veteran status, sexual orientation, medical condition, pregnancy, gender identity, gender expression, or mental or physical disability, or other legally protected characteristics or combination of such characteristics. While we strive to attract a broad and representative pool of candidates, all hiring decisions are made based on merit, selecting the most qualified individual for each position.

Posting Specific Questions

Required fields are indicated with an asterisk (*).

* Do you have a Bachelor’s Degree? (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework)
- Yes
- No
* Do you have at least one (1) year of work experience in Human Resources?
- Yes
- No
* How many years of work experience do you have in employee relations?
- 0
- 1-2
- 3-4
- 4-5
- 6+
* How many years of work experience do you have in labor relations?
- 0
- 1-2
- 3-4
- 5-6
- 6+
* Do you have your Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) certification?
- Yes
- No

Applicant Documents

Required Documents

Resume
Cover Letter/Letter of Application

Optional Documents

Other Document

University of the Pacific / 3601 Pacific Ave, Stockton, CA 95211
human_resources@pacific.edu human_resources@pacific.edu / 209.946.2124

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Original Job Description

Toggle navigation

Base/Senior/Lead Human Resources Business Partner Bookmark this Posting Print Preview | Apply for this Job

Posting Details

Position Information

Job Title	Base/Senior/Lead Human Resources Business Partner
Union Level
Department	Human Resources
Campus	Sacramento
Posting Number	201304222P
Full or Part Time	Full Time
Number of Months	12
Work Schedule	Work performed during standard business hours. Additional time may be required to meet business needs or deadlines. Occasional travel to off-site meetings, training or conferences. This position is located on the Sacramento campus.
Position End Date
Open Date	01/05/2026
Close Date
Open Until Filled	Yes
Special Instructions to Applicants	For Applicants Seeking Job Opportunities within the University Internal: Internal applicants will be considered within the first five (5) business days of the posting period. External: External applicants will be considered on the sixth (6) business day of the posting period.
Sponsorship	This position is not eligible for a visa sponsorship now or in the future.

Position Summary Information

Primary Purpose	Under the direct supervision of the Director of Human Resource Partner Services, this role will be the primary point of guidance in supporting our senior leaders, managers, and employees within the designated unit/division/department for Human Resources services. The HRBP serves as a strategic and trusted advisor, supports an inclusive and dynamic culture and workforce, and pursues continuous improvement through knowledge, collaboration, and leadership. Acting as an interface between the unit and the Office of Human Resources, the HRBP provides high quality, business focused and strategic level guidance, resources and support by explaining processes related to recruitment, hiring, onboarding, benefits, compensation and classification, performance management, employee/labor relations and offboarding procedures. Human Resources Business Partner – Under close supervision, by the Director of HR Partner Services or the Lead HRBP, incumbents perform routine duties while learning University policies and procedures and specific techniques and regulations to the broad area of human resources. As experience is gained, duties gradually become more diversified and are performed under more general supervision. Senior Human Resources Business Partner – Incumbents are competent to perform a wide variety of professional level, complex and highly-sensitive duties under no supervision. Assignments are concentrated in recruitment, onboarding, leave of absence, performance management, employee relations and offboarding. Incumbents are expected to perform work in all defined areas, audit other HRBPs work and have working knowledge of labor relations. Incumbent to provide support to other HRBPs as the needs arise. Lead Human Resources Business Partner: Incumbents provide lead direction to HRBPs in specific areas and perform the most complex, high volume and sensitive activities. Incumbents possess detailed knowledge of designated unit operations, recruitment needs, development needs, and leadership organizational structures. Primary focus on designated unit(s) but responsibilities may include providing support in other areas as the needs arise. Incumbents also teach other HRBPs on topics of subject matter expertise. This role is the direct back-up to the Director of Human Resources Partner Services.
Essential Functions	Strategic Partnership Serves as a member of the leadership/management team. Implements and communicates new or enhanced HR or University wide policies and processes including providing training services, in collaboration with other HR Services. Responsible for having a physical presence within the units served to help anticipate needs, drive key priorities, and understand assigned unit culture. Assesses training needs, both mandatory and development opportunities to include DEI training opportunities. Provides consultative support to management on strategic planning and organizational design initiatives. Serves as a resource for employees regarding all HR-related inquiries, concerns, milestones, and support. Advises management on Monthly Service Report analytics. Talent Acquisition & Organizational Planning: Provides consultation and guidance to hiring managers and search committees with the recruiting process, including screening applicants, development of recruitment strategy, and the development of phone screen and/or interview questions. Provides guidance on staffing projections, creating/analyzing job descriptions, effective posting and advertising strategies, including broadening diversity. Provides administrative support throughout the recruitment and hiring process and move recruitments through the applicant tracking system until finalization. Provides tools to the supervisor and department to ensure a smooth and engaging onboarding experience for all employees. Benefits: Provides general guidance on employee benefits eligibility, answers general questions, and collaborates with HR Operations to ensure operational continuity and consistent application of the process. Provides general guidance on retirement eligibility, answers general questions, and collaborates with HR Operations to ensure operational continuity and consistent application of the process. Compensation: Serves as a strategic partner facilitating the University’s compensation programs and salary practices. Advises and provides support in compensation matters including creative solutions to compensation challenges and stipends. Advises management on job description reviews, reclassifications, and promotions to ensure compliance with EEOC guidelines and University Policy. Applies knowledge of local, state, federal laws and employment trends that may affect compensation programs, practices, and policies. Provides needed documentation to ensure validity of compensation decisions. Leave of Absence and Reasonable Accommodations: Provides HR policy guidance on workers’ compensation, Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and other leaves of absence as well as reasonable accommodations in alignment with federal and state laws. Performance Management, Employee Relations, and Investigations: Acts as a consultant and coach to managers on employee relations, performance management, talent development, and other HR-related matters. Serves as a resource for employees regarding HR-related inquiries, conflict resolution, and other workplace issues. Handles employee relations issues, including conflicts, grievances, and disciplinary actions, in accordance with University of the Pacific policies and applicable laws. Conducts HR investigations as needed according to University of the Pacific policy and applicable laws. Recommends solutions to create a positive and respectful work environment for all. Off-boarding: Initiates off-boarding with all employees, including voluntary and involuntary exiting procedures. Conducts exit interviews for employee’s leaving Pacific and follow up with unit leadership to address concerns or opportunities for improvement. Other Strategic Support: Processes independent contractor forms. Collaborates with the HR team to design and implement HR programs and initiatives that support business goals and enhance employee engagement and retention. Leads or supports HR projects, such as workforce planning, organizational design, and change management. Stays informed about industry trends and best practices in HR, and proactively recommend innovative strategies and/or opportunities. Perform other duties as assigned. University of the Pacific recognizes that diversity, equity, and inclusion is foundational to the success of our valued students and employees. We prioritize policy and decision-making that demonstrates awareness of, and responsiveness to, the ways socio-cultural forces related to race, gender, ability, sexuality, socio-economic status, etc. impede or propel students, faculty, and staff.
Minimum Qualifications	Human Resources Business Partner Bachelor’s Degree (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework). One (1) years of work experience in Human Resources Senior Human Resources Business Partner Bachelor’s Degree (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework). Two (2) years of work experience with employee relations Two (2) years of progressive work experience in human resources Lead Human Resources Business Partner: Bachelor’s Degree (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework). Two (2) years of work experience with labor relations. Six (6) years of progressive work experience in human resources. Two (2) years of supervisory experience. Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) certification.
Preferred Qualifications	Bachelor’s Degree in Human Resources or Business Administration. Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) certification. Knowledge of Human Resources administration and employment-life cycle laws and regulations. Ability to develop strong relationships with stakeholders by displaying integrity in service. Service focused attitude, high level of professionalism, discretion and judgement. Ability to problem solve with clear verbal and written communication skills. Ability to advise and explain processes, procedures and concepts in a simplified manner. Confident demeanor to advocate for changes, actions and development. Demonstrated experience in computer and software applications. Ability to work independently and within a team. Demonstrated effective organizational skills. Human Resources experience in a higher education setting. Experience and sensitivity in working with people of diverse backgrounds and cultures. Demonstrated experience in advancing social justice, equity, and inclusion in a university setting. Ability to engage and integrate culturally responsive practices and knowledge in their work.
Physical Requirements	The physical demands described here are representative but not definitive of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Requires extended periods of sitting and repetitive hand/wrist motion while using computer keyboard and phone. Occasional standing, walking climbing stairs, bending, stooping and reaching. Occasional lifting up to 25 pounds. Work Environment/Work Week/Travel: Work is primarily performed in a standard office environment. Work performed during standard business hours. Additional time may be required to meet business needs or deadlines. Occasional travel to off-site meetings, training or conferences. Valid driver’s license required. Incumbent must also be able to meet the University’s fleet rules and be eligible to drive for University business. The University and its insurance carrier reserves the right to exclude applicants based on their driving record.
Hiring Range	$70,304 - $83,000 per year. We consider factors such as, but not limited to, scope and responsibilities of the position, candidate’s qualifications, internal equity, as well as market and organizational considerations when extending an offer.
Background Check Statement	All applicants who receive a conditional offer of employment are required to execute a release and authorization for a background screening. AB 810 Misconduct Disclosure Requirement: University of the Pacific complies with California Assembly Bill 810, requiring candidates accepting conditional job offers to disclose any final administrative or judicial findings, ongoing proceedings, allegations, resignations under investigation, or appeals related to sexual harassment or misconduct within the past seven years.
Anti-Discrimination/EEO Policy Statement	University of the Pacific is an equal opportunity employer dedicated to workforce diversity across backgrounds, experiences, and viewpoints. Pacific does not unlawfully discriminate in its hiring of faculty and staff, or in the provision of its employment benefits to its faculty and staff on the basis of race, color, religion, national origin, ancestry, age, genetic information, sex/gender, marital status, military and veteran status, sexual orientation, medical condition, pregnancy, gender identity, gender expression, or mental or physical disability, or other legally protected characteristics or combination of such characteristics. While we strive to attract a broad and representative pool of candidates, all hiring decisions are made based on merit, selecting the most qualified individual for each position.

Posting Specific Questions

Required fields are indicated with an asterisk (*).

* Do you have a Bachelor’s Degree? (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework)
- Yes
- No
* Do you have at least one (1) year of work experience in Human Resources?
- Yes
- No
* How many years of work experience do you have in employee relations?
- 0
- 1-2
- 3-4
- 4-5
- 6+
* How many years of work experience do you have in labor relations?
- 0
- 1-2
- 3-4
- 5-6
- 6+
* Do you have your Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) certification?
- Yes
- No

Applicant Documents

Required Documents

Resume
Cover Letter/Letter of Application

Optional Documents

Other Document

University of the Pacific / 3601 Pacific Ave, Stockton, CA 95211
human_resources@pacific.edu human_resources@pacific.edu / 209.946.2124

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Base/Senior/Lead Human Resources Business Partner

Edtech.com's Summary

Base/Senior/Lead Human Resources Business Partner Full Description

HR Service Center Specialist

Assistant Director, Recruitment and Events

Compensation Analyst

HR Manager

Equal Opportunity Specialist - Recruitment & Hiring